Which Of The Following Are Examples Of Extrinsic Rewards? (Check All That Apply)- Praise- Stickers- Prizes- Money

Feb 26, 2025 by ADMIN 114 views

Understanding Extrinsic Rewards: A Key to Motivating Behavior

Extrinsic rewards are external motivators that drive behavior and encourage individuals to achieve specific goals. These rewards are often used in various settings, including education, business, and personal development. In this article, we will explore the concept of extrinsic rewards and identify examples of such rewards.

What are Extrinsic Rewards?

Extrinsic rewards are external motivators that are used to encourage behavior and achieve specific goals. These rewards are often tangible and can be monetary or non-monetary in nature. Extrinsic rewards can be used to motivate individuals to perform better, work harder, and achieve their goals. However, it's essential to note that overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation, which is the motivation to perform a task for its own sake.

Examples of Extrinsic Rewards

Extrinsic rewards can take many forms, including:

Monetary Rewards

Money: Monetary rewards are one of the most common forms of extrinsic rewards. Money can be used to motivate individuals to work harder, achieve specific goals, or perform well in their jobs.
Bonuses: Bonuses are a type of monetary reward that is given to individuals for achieving specific goals or performing well in their jobs.
Stock Options: Stock options are a type of monetary reward that allows individuals to purchase company stock at a predetermined price.

Non-Monetary Rewards

Praise: Praise is a non-monetary reward that can be used to motivate individuals to perform well. Praise can be verbal or written and can be used to recognize an individual's achievements.
Stickers: Stickers are a non-monetary reward that can be used to motivate children to perform well in school. Stickers can be used to recognize an individual's achievements and can be a fun way to motivate children.
Prizes: Prizes are a non-monetary reward that can be used to motivate individuals to perform well. Prizes can be tangible or intangible and can be used to recognize an individual's achievements.

The Effectiveness of Extrinsic Rewards

Extrinsic rewards can be an effective way to motivate behavior and achieve specific goals. However, it's essential to note that overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation. Intrinsic motivation is the motivation to perform a task for its own sake, and it is a more sustainable and long-term motivator.

The Drawbacks of Extrinsic Rewards

While extrinsic rewards can be an effective way to motivate behavior, there are several drawbacks to consider:

Overreliance on Extrinsic Rewards: Overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation. When individuals are motivated by external rewards, they may lose interest in the task itself and only perform it for the reward.
Lack of Sustainability: Extrinsic rewards are often short-term motivators and may not lead to long-term behavior change. When the reward is removed, the behavior may not be sustained.
Unfair Distribution: Extrinsic rewards can be distributed unfairly, leading to resentment and decreased motivation among those who do not receive the reward.

Conclusion

Extrinsic rewards are external motivators that can be used to encourage behavior and achieve specific goals. Examples of extrinsic rewards include monetary rewards, such as money and bonuses, and non-monetary rewards, such as praise and stickers. While extrinsic rewards can be an effective way to motivate behavior, it's essential to note that overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation. By understanding the concept of extrinsic rewards and their limitations, individuals can use them effectively to motivate behavior and achieve their goals.

References

Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, 18(1), 105-115.
Eisenberger, R., & Rhoades, L. (2001). Perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
Gagne, M., & Deci, E. L. (2005). Self-determination theory and goal pursuit: Self-regulation of motivation and performance. Psychological Review, 112(4), 725-755.
Extrinsic Rewards: A Q&A Guide

In our previous article, we explored the concept of extrinsic rewards and identified examples of such rewards. In this article, we will answer some frequently asked questions about extrinsic rewards and provide additional insights into their use and effectiveness.

Q: What is the difference between intrinsic and extrinsic rewards?

A: Intrinsic rewards are internal motivators that drive behavior and encourage individuals to achieve specific goals. Extrinsic rewards, on the other hand, are external motivators that are used to encourage behavior and achieve specific goals. Intrinsic rewards are often more sustainable and long-term motivators, while extrinsic rewards are often short-term motivators.

Q: What are some examples of extrinsic rewards?

A: Examples of extrinsic rewards include monetary rewards, such as money and bonuses, and non-monetary rewards, such as praise and stickers. Other examples of extrinsic rewards include prizes, awards, and recognition.

Q: How do extrinsic rewards affect motivation?

A: Extrinsic rewards can have both positive and negative effects on motivation. On the one hand, extrinsic rewards can increase motivation and encourage individuals to achieve specific goals. On the other hand, overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation, which is the motivation to perform a task for its own sake.

Q: Can extrinsic rewards be used to motivate children?

A: Yes, extrinsic rewards can be used to motivate children. Examples of extrinsic rewards for children include stickers, stars, and other forms of recognition. However, it's essential to note that overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation and a lack of interest in the task itself.

Q: How can extrinsic rewards be used effectively?

A: Extrinsic rewards can be used effectively by:

Setting clear goals and expectations
Providing feedback and recognition
Offering rewards that are meaningful and relevant to the individual
Avoiding overreliance on extrinsic rewards
Encouraging intrinsic motivation through autonomy, mastery, and purpose

Q: What are some common mistakes to avoid when using extrinsic rewards?

A: Some common mistakes to avoid when using extrinsic rewards include:

Overreliance on extrinsic rewards
Using rewards that are not meaningful or relevant to the individual
Failing to provide feedback and recognition
Ignoring intrinsic motivation
Using rewards as a punishment or penalty

Q: Can extrinsic rewards be used in the workplace?

A: Yes, extrinsic rewards can be used in the workplace to motivate employees and encourage them to achieve specific goals. Examples of extrinsic rewards in the workplace include bonuses, stock options, and recognition programs. However, it's essential to note that overreliance on extrinsic rewards can lead to a decrease in intrinsic motivation and a lack of interest in the task itself.

Q: How can extrinsic rewards be used to motivate employees in a team-based environment?

A: Extrinsic rewards can be used to motivate employees in a team-based environment by:

Recognizing and rewarding team achievements
Providing feedback and recognition to individual team members
Offering rewards that are meaningful and relevant to the team
Encouraging intrinsic motivation through autonomy, mastery, and purpose
Fostering a sense of community and teamwork

Conclusion

Extrinsic rewards are external motivators that can be used to encourage behavior and achieve specific goals. By understanding the concept of extrinsic rewards and their limitations, individuals can use them effectively to motivate behavior and achieve their goals. Remember to set clear goals and expectations, provide feedback and recognition, and avoid overreliance on extrinsic rewards to get the most out of these motivators.

References

Deci, E. L. (1971). Effects of externally mediated rewards on intrinsic motivation. Journal of Personality and Social Psychology, 18(1), 105-115.
Eisenberger, R., & Rhoades, L. (2001). Perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
Gagne, M., & Deci, E. L. (2005). Self-determination theory and goal pursuit: Self-regulation of motivation and performance. Psychological Review, 112(4), 725-755.